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38 <br /> <br />City of Little Canada Personnel Policy <br /> If you request leave because of a birth, adoption, or foster care placement of a child, any <br />accrued and unused paid leave will first be substituted for unpaid family/medical leave and run <br />concurrently with your FMLA leave. <br /> If you request leave because of your own serious health condition, or to care for a covered <br />relative with a serious health condition, any accrued paid leave will be substituted for any <br />unpaid family/medical leave and run concurrently with your FMLA leave. <br /> <br />The substitution of paid leave time for unpaid FMLA leave time does not extend the 12 or 26 weeks <br />(whichever is applicable) of the FMLA leave period. In no case can the substitution of paid leave time <br />for unpaid leave time result in your receipt of more than 100% of your salary. Your FMLA leave runs <br />concurrently with other types of leave, for example, accrued vacation time that is substituted for <br />unpaid FMLA leave and any state family leave laws, to the extent allowed by state law. <br /> <br />Medical and Other Benefits <br /> <br />During approved FMLA leave, the City will maintain your health benefits as if you continued to be <br />actively employed. If paid leave is substituted for unpaid FMLA leave, the City will deduct your <br />portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must <br />pay your portion of the premium through check. Your health care coverage will cease if your premium <br />payment is more than 30 days late. If your payment is more than 15 days late, we will send you a letter <br />to this effect. If we do not receive your premium payment within 15 days after the date of this letter, <br />your coverage may cease. If you elect not to return to work for at least 30 calendar days at the end of <br />the leave period, you will be required to reimburse the City for the cost of the health benefit premiums <br />paid by the City for maintaining coverage during your unpaid leave, unless you cannot return to work <br />because of a serious health condition or other circumstances beyond your control. <br /> <br />Intermittent and Reduced Leave Schedule <br /> <br />If medically necessary, FMLA leave occasioned by a serious health condition may be taken <br />intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave <br />schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may <br />also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to <br />covered military service. <br /> <br />If leave is unpaid, the City will reduce your salary based on the amount of time actually worked. In <br />addition, while you are on an intermittent or reduced leave schedule, the City may temporarily transfer <br />you to an available alternative position that better accommodates your leave schedule and has <br />equivalent pay and benefits. <br /> <br />Returning from Leave <br /> <br />If you take leave because of your own serious health condition (except if you are taking intermittent <br />leave), you are required, as are all employees returning from other types of medical leave, to provide <br />medical certification that you are fit to resume work. Otherwise, you will not be permitted to resume <br />work until it is provided. <br /> <br />State or Local Family and Medical Leave Laws and Other City Policies <br /> <br />Where state or local family and medical leave laws offer more protections or benefits to employees,